Blog, Human Resources

Older generations have always been critical of the younger ones. From Socrates referring to youths as “bad-mannered tyrants with a lack of respect for their elders” to current young people being blamed for killing countless industries – the toxicity is real.

The current generation receiving the criticism flack is the “millennial,” currently between 21 and 37 years of age. The accusation that they’re the reason for the collapse of several businesses isn’t unfounded. They just can’t afford diamonds, houses, and sometimes even cereal. This comes as no surprise, as millennials carry an average debt of $42,000. As these debts soar and inflation continues to rise, it’s likely the deaths of once-booming industries won’t end any time soon. On the surface it appears as though millennials are doomed to fail, but is it all bad?

The average Canadian lifespan, as of 2011, is nearly 82 years. Compared to the 57-year average in 1921, Canadians are living approximately 25 years longer than previous generations. It was once believed that as people aged, they became more politically conservative. The millennial generation proves that it isn’t age that makes one conservative, but wealth – and millennials don’t have much of that. There’s a reason why money isn’t everything for the younger generation; they prioritize work that’s ethical and makes a social impact over a big paycheque, are more politically engaged, and more educated than any preceding generation (thus the heavy student-loan debt). Despite what some baby boomers might tell you, millennials are hard-working and motivated, making them an asset in the workplace.

Passion is what drives millennial ambitions. Previously, working hard at a job you hated wasn’t frowned upon. Now, you can work just as hard at a job you hate, just like your parents and their parents before them, and still struggle to make ends meet. Suddenly, working as a teacher might be just as risky as pursuing dreams of being an actor or painter.

But the ideal life is no longer built around a picket fence and a 9-to-5 job with benefits. In fact, millennials are dominating their side hustles, and putting their passions into overdrive on top of their regular work week. In the U.S., more than half of millennials are starting apps, freelancing their talents, or trying their hands at things like YouTube channels.

With all of this time and energy going towards work and passion projects, more and more members of this generation are waiting longer to have children, which also has its benefits. Having children later in life has proven to make you a more patient parent, and also makes you more likely to raise emotionally healthy adults. And, with people living into their eighties, waiting to have children doesn’t mean sacrificing time you get to spend with them.

All in all, millennials take a lot of criticism from previous generations, but obtaining multiple degrees and working longer hours doesn’t leave much time to dwell on those judgements. And eventually, we’ll turn our attention towards the entitled kids of the next generation.

 

Jasmine Cormier

0

Human Resources

Beyond having the right product and service, it’s vitally important that every organization ensures that its employees are all good fits. Employing staff who are ill-suited to their jobs will cost your company time, money, and effort. However, with the proper tools, training, and direction, a new hire is a premium capital investment, and your company’s most valuable asset. 


While the world is increasingly driven by technology, nothing can replace old-fashioned experience and intuition, meaning your human resources department is required to ensure your greatest success in this regard.


With that in mind, here are some pointers to help you yield better results when seeking the perfect hire for your company.


Establish the Need to Hire
A proactive and strategic HR department will always ensure that the company has the right quantity and quality of people to keep the business running. In cases of manpower requisition, HR and management must be able to answer the two key questions before initiating recruitment:

  1. Is the vacancy created due to internal movement such as a resignation, maternity/paternity leave, demotion, or termination?
  2. If none of the above, is it due to business expansion?

Since hiring is an overhead expense, return on investment (ROI) should always be taken into consideration. It’s also crucial to examine your existing workforce, as you might have a potentially qualified internal candidate who’s long overdue for a promotion. Review employee profiles and records or announce vacancies internally. You can also check for underutilized personnel that can fill open positions. Only once you’ve fully exhausted your internal resources should you proceed with the search for an external candidate. Management, with the assistance of HR, may opt to promote from within or divide up the required duties within the department or the broader organization to save time and money while increasing employee motivation.


Conduct Job Analysis

Envision what you want and define your labour needs in clear terms. This tool is not only used in recruitment, it could also be a realistic basis for training, wage and salary administration, and job re-engineering. The output of job analysis is a well-crafted job description, which should be the foundation of a competency-based recruitment strategy. It clearly defines the scope and responsibilities of the job as well as relationship with other positions and departments. It should be up-to-date and include the reporting structure, challenges and opportunities, and qualifications.


Map Your Recruitment Platform

The goal is to have a systematic hiring process that will aid HR and management in attracting the best candidates for the job. The more qualified candidates you have, the more likely you are to find the ideal person for the position. Utilizing the details in the job description, management and HR will create job specifications, a salary range, and a hiring timeline. For employee morale, make sure to advertise the position internally; internal placement is a great way of motivating employees to perform well. If it’s to be an external hire, the reasons why should be clearly explained and communicated. One of the advantages of internal hiring is that culture fit – one of the top considerations in hiring – shouldn’t be an issue. When an internal candidate is offered the new position, a transition timeline with their current supervisor should be planned.


If there are no qualified internal candidates, HR can proceed to external sourcing, which should incorporate both traditional methods like posts on job boards (both online and offline), job fairs, campus recruitment at colleges and universities (if appropriate for the position), and social media. For more high-profile positions, HR should be trained on how to find skilled candidates who may not be openly searching for a new job.


Effective Screening and Selection

Most job postings will be met with a flood of applicants. To simplify HR’s job, setting criteria and preparing structured interview questions will aid in efficiently separating the best candidates from the pack, almost like a hiring scorecard. Effective HR should accomplish the following:

  1. Screen resumes by matching information to the job checklist.
  2. Conduct phone interviews with candidates who meet certain predetermined criteria (say, three out of five items on the checklist). The best of the phone-interview performers will be invited for a face-to-face interview. Again, based on internal scoring. HR should present the short-listed candidates to management.
  3. Verify credentials of the top three to five candidates by checking references (some industries also include a credit check as part of this process) and present the findings to management for the final hiring decision.

 

Overall, there is no one-size-fits-all approach to recruitment; it should always be tailored and catered to the type of business involved. By implementing the above tips, however, you’ll ensure that your organization is on the right track.


Business photo created by freepik – www.freepik.com
0

Blog, Human Resources

Have you ever questioned the fairness of your management practices? An obvious gauge of how you’re doing is the relationship you have with your staff and how often you’re the subject of HR interventions. But some bosses get away with unfairness, without a word, often because employees are intimidated or fear for their jobs. For all those in a managerial role, here are some unfair practices that you need to identify and cease, in order of severity.

Illegal Practices

That’s right, illegal practices – because discrimination, harassment, and the denial of employees’ rights are against workplace fairness and equity legislation.

Have you ever limited, segregated, classified, or deprived staff of opportunities “based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability and pardoned conviction?” Have you been directing any intentionally offensive and improper conduct toward an employee? Have you withheld from your workers any of their legal entitlements, including a fair wage and public holiday pay?

If you’ve engaged in any of these unfair practices, you may have broken the law. You’ll be required to give an account when one of your employees takes union or legal action.

Unprofessional Practices

A tier below criminally unfair managerial behaviours are those that are unprofessional and inappropriate. Managers can be unfair in how they display nepotism or favouritism. Getting along with some staff better than others is only natural, but a line is crossed when managers recruit, promote, or give preference to less qualified employees based on the fact that they’re related, have a personal friendship, or share a common affinity.

Other inappropriate practices include taking credit for an employee’s work, unjustified exclusion from important projects or meetings, and denying well-deserved promotions or raises without explanation. Managers can also demoralize employees by publicly shaming or teasing them. All of these damaging behaviours can lead to staff lodging grievances against your organization.

Unhelpful Practices

The third category of unfair behaviour includes those that are simply unpleasant and unhelpful. Each person has different personality traits and cultural influences as well as insecurities, sensitivities, and varying levels of social/emotional intelligence. People can rub each other the wrong way and have different ideas of what behaviour is acceptable in the workplace.

A manager can think it’s okay, or even motivating, to be excessively critical, sarcastic, or passive aggressive to their employees. Other managers may unintentionally be hostile or unreasonable while under pressure or even due to issues in their own personal lives. However, it’s no excuse. If you have knowingly or unknowingly engaged in these kinds of behaviours to your employees, cut it out, raise your professional game, and resolve to be a more fair manager.

 

– James Paik 

0

Blog, Human Resources

As a manager, you have an important role as a leader. You are responsible for maintaining order and generating success within the company. Your management techniques set a precedent among those you work with, so it’s important to make sure you use the proper techniques.

Paint the Big Picture

Regardless of the ranking of your management role, first and foremost you must define your projects and business goals. Make a list for all the different things that need to be done, along with the actions that employees must take. Without defining and enforcing the company objectives, there is no clear direction as to what everyone should be working towards.

Evaluate Worst-Case Scenarios

Be prepared for anything. Whether you lose a business partner or company data, make sure you have a plan. What flexibility have you implemented within your business plan? What can and cannot be sent back to the drawing board? Since we never know when the unexpected will hit us, it’s best to factor in worst-case scenarios while scheduling and planning.

Stay Organized

If you aren’t organized as a manager, your team won’t be either. You’re the go-to person when certain items are missing or if someone needs direction or help. If you forget about important contacts or lose track of important dates, you’ll lose time. Whatever organizational tools you may be using, remember that they will be the backbone of the project goals.

Establish Boundaries

As you constantly communicate with particular clients, employees, and co-workers, there’s no doubt that you will eventually develop a relationship with them. Although it’s human nature, you cannot let your professional guard down. It’s not difficult for people to sense when a manager is closer with some colleagues than others. You don’t want people within your company to feel left out or mistreated. Draw a fine line between what is professional and what is personal. Don’t jeopardize your job or the success of your company with personal dilemmas or office drama.

Consistency

Deadlines change, and your clientele may increase, but your work ethic should remain consistent. Don’t be a manager who is reliable on some days and isn’t on others. The more you do this, the more you hold employees back. Just as you need your employees to be consistent, return the same courtesy to them as well.

Trust

As a company lead, you must always be accountable for your actions. Everyone in the company is interconnected. If you’re providing false information to one employee, it will eventually travel to another, and so on. The worst thing is for your clients and business partners to notice these inconsistencies or inaccuracies. Don’t break trust between the people you work with.

 

– L. Shabudin

 

0

Blog, Human Resources

Every organization, private or public, has a set of standards and policies to be followed by members. Non-compliance will require management to enforce corrective actions. There are several types of disciplinary measures based on the gravity or seriousness of the problem. The following will help you determine the type of sanctions that may be appropriate. keep reading

0

Blog, Human Resources

The success of a company is bound to the performance, productivity, and dedication of its employees. You can have all the necessary tools for success, but if your employees aren’t all on the same page, your efforts and resources will go to waste. Setting performance standards will allow you to determine if your staff is meeting company targets and whether your organization is on the right path. It’s critical that everyone values and works towards the same goals. Performance standards help employees understand the importance of their roles and how their work affects the company’s success. The following tips can help you set strong performance standards for your company. keep reading

0

Blog, Human Resources

Performance evaluation is vital for any organization. Having an honest conversation with each employee regarding their productivity, accomplishments, and general attitude will help them grow professionally and allow the company to be more productive and efficient. However, evaluating employees is not an easy job; it’s difficult to critique a colleague’s performance. The main goal of evaluating performance is to provide and receive feedback from employees about different aspects of their job and the company. For the best results, the organization should create a system where all the important aspects of the role are discussed. The following tips will help you build the best evaluation process for your business.

Evaluation Method

The appraisal process should have a standard evaluation where management will be able to assess each aspect of employee’s performance. It should focus on job expectations in connection with company goals. For team leaders and management, it should measure factors like the individual’s ability to plan, communicate, guide, lead, control, and manage their department; knowledge and experience; people skills; and the ability to build a successful team. Feedback from other individuals, such as different department managers, team leaders, and other employees, should also be taken into consideration. As a CEO or company owner, your job is to make sure that this is done in a fair, consistent, and timely manner. This will avoid any misunderstandings or labour complaints.

Appraisal Meeting

After evaluating each employee, set up a time to meet with them and discuss the results. Ensure that feedback is a two-way communication; your employees’ constructive criticism is critical to the company’s progress. Be professional when giving comments about performance. Focus on the person’s key performance indicators (KPIs). Don’t dwell on the employee’s failures, help them understand what needs to be improved on and why their job is important to the company. Balance the feedback. Always let them know and make them feel their worth. Tell them the value of achieving their goals and provide suggestions to better their craft. Have a guideline for the meeting and be very careful with how you give your feedback. Remember that a great leader can turn a weakness or failure into a growth opportunity for both the employee and the company.

Follow Up

Following up is a crucial part of performance evaluation, as it directly helps individual professional development. The process will be meaningless without constant follow-ups on progress.

Take Action

There will be times when you’ll need to discipline an employee. Every company should enforce disciplinary action when employees don’t follow policies or meet targets. It’s recommended to have different levels of escalation for various situations. These may include, verbal warnings, written warnings, suspension without pay, and termination. Policies should be fairly applied to everyone, and management should be careful and reasonable when implementing these steps.

A performance evaluation is an important management tool, and very useful when making significant decisions on matters like promotions and raises. Recognizing good work will make employees feel appreciated and motivated to perform better in the future. An employee’s professional development will have a direct impact on organizational success, so make sure to hire leaders that are capable of nurturing employees’ skills and competencies and can motivate workers to achieve the company’s goals. Value and respect your employees’ suggestions and opinions, since that’s essentially their performance evaluation of the organization. Work on the areas that need improvement and facilitate greater communication. The more you know your people, the better your chances of maintaining a sustainable and profitable business. As Stephan Labossiere said, “If you’re not open to constructive criticism, then you’re not open to truly growing as a person.”

 

 – Viviana Sanchez

 

0

Blog, Human Resources

The comparison between business and sports isn’t new – a company is like a team; the manager is like the coach. The employees, or players, have their own roles (positions) in the overall game plan. Every time you close a deal or make a sale, it’s like a victory. Haven’t had many victories recently? Need a stronger and more efficient squad? Want to win the championship of business?
keep reading

0

PREVIOUS POSTSPage 1 of 2NO NEW POSTS